Playbook #7
Create a CV evaluation grid
Move from instinctive evaluation to clear, comparable, and defensible decisions.
The Challenge
Evaluating CVs without a grid means deciding on instinct. Criteria vary from one recruiter to another, choices become hard to explain, and when a manager asks "why these candidates rather than the others", there is often no solid answer. Worse, this approach exposes to unintentional biases and decisions that are hard to defend.
What this playbook brings you
In a few minutes, you go from subjective evaluation to a clear and structured grid. AI helps you define criteria, their weighting, and a consistent grading scale. You keep control over what really counts for the position, while facilitating comparison, justification of choices, and collective decision-making.
«What is not evaluated explicitly is always judged implicitly.» — HR Saying
When to use this capsule
- Internal calibration - after evaluating 10-15 CVs, review and standardize your first evaluations
- Communication with managers - justify why these 3 candidates and not the 12 others
- New position - quickly create an adapted grid as soon as recruitment opens
- Standardization - ensure all evaluators use the same criteria
What you'll need
- A job description (the full text with responsibilities and requirements)
This prompt works with all AI tools
Copy-paste this prompt into your tool
From the job description below, generate a CV evaluation grid intended to objectively compare candidates and justify selection decisions.
The grid must contain:
1. **Essential criteria** (3-4 max) - without which the candidate cannot do the job
2. **Desirable criteria** (3-4 max) - which would enhance the application
3. **Weighting** - each criterion with a percentage (total = 100%) - No criterion can exceed 40% weighting alone.
4. **Grading scale** - clear definitions for each level:
- 1 = Does not meet the criterion
- 2 = Partially meets
- 3 = Fully meets
- 4 = Exceeds expectations
5. **Qualitative notes section** - space for observations outside the grid: factual elements not covered by the grid (e.g. atypical trajectory, career consistency, strong or weak signals observable in the CV)
Constraints:
- Maximum 8 criteria in total
- Criteria observable and verifiable on a CV only (no subjective traits like "dynamic")
- No discriminatory criteria (age, gender, origin, graduation year)
- Table format ready to use
[PASTE JOB DESCRIPTION HERE]
Reminder: AI can make mistakes. Always review the content before sharing it.
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Less than 30 seconds